Williams: Storytelling is really important in mobilizing communities because when people can see themselves in the issue, they are more likely to engage in that issue and advocate for themselves. to address the gaps you identified by elevating communities’ unique stories, strengths and needs. WKKF: WKKF published Supporting moms at work story in March of this year, sharing details related to the WKKF-funded effort to collect stories from Black and Latinx families in the U.S. Everything is working exactly the way it’s supposed to be working: They are intended to keep Black women, Native women and other women of color at the bottom.ĮRA is focused on advocating for-and equipping communities to advocate for-policies that keep women of color at the epicenter and at the forefront of reform conversations. They are doing exactly what they were meant to do. Williams: The policies that do harm to women and women of color are not broken. WKKF: What can we do? How do we fix this? How do we ensure women’s work and economic contributions are valued? They are disproportionately affected by what is going on and that is a huge result of the fact women of color are not being paid what they should be paid.Īnd when you can see that, see the numbers, then you can start to fix it. And look at how the pandemic is impacting these communities. Latina Women’s pay day isn’t observed until Oct. Native Women’s Equal Pay Day is observed on Sept. You can do the same thing for the other demographics that fall later into the year. And then, when you can translate that into what it looks like for communities: What does her community look like? The stores are closing, money is not being put into the economy, families are struggling. That date signifies how long it takes to catch up to what a white man made last year alone. When we put it out there in calendar form, and people can see that Black women’s Equal Pay Day is August 3, more than half of the year is over. It’s critically important that we disaggregate data by race so that people can actually see: What does this translate to in terms of numbers and months? What does it look like in comparison to other demographics that might be experiencing this too? You cannot talk about one without the other. But when you’re somebody who sits at the intersection of both of those pieces of discrimination, those impacts and those effects compound. Once the Directive enters into force on 6 June 2023, Member States have three years to transpose it into national law.Williams: Racial discrimination exists and gender discrimination exists.

The co-legislators signed the Directive (EU) 2023/970 on 10 th May 2023 and it is now publicly available at: EUR-Lex - 32023L0970 - EN - EUR-Lex ().

On 15 December 2022, the European Parliament and the Council reached a political agreement on the Directive on pay transparency measures. The present initiative follows on the Commission’s evaluation of the relevant legal provisions and previous Commission work as well as an impact assessment. In the preparation of the proposal, the Commission launched a wide-ranging and inclusive consultation process with the public, the Member States and the social partners which closed on. The article provides for the European Union to adopt measures to ensure the application of the principle of ‘equal opportunities and equal treatment of men and women in matters of employment and occupation, including the principle of equal pay for equal work or work of equal value’. The proposal is based on Article 157(3) of the TFEU. In her political guidelines Commission President, Ursula von der Leyen, has committed to table measures to introduce binding pay transparency measures. The Commission therefore presented on 4th March 2021 a Proposal for a directive to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. It provides guidance to help EU countries implement the equal pay principle more effectively and focusses especially on enhancing pay transparency. The European Commission adopted a Recommendation on strengthening the principle of equal pay between men and women through transparency in March 2014. A lack of wage transparency does not allow a proper assessment of the reasons for pay inequalities. Women often remain unaware about pay discrimination in their work.

Equal pay day march 24